How Elevo helped improve managerial practices at GreenFlex

Context

The GreenFlex teams design and accelerate the implementation of solutions aimed at achieving environmental and societal excellence for companies seeking to move towards a restorative model: the regenerative economy.

GreenFlex is a multi-expertise company made up of diverse profiles:

• Energy engineers
• Consultants specialized in sustainable development
• Tech profiles
• Sales representatives

Since the end of 2017, Elevo has been supporting GreenFlex in launching its performance review campaigns and refining its managerial processes.

In late 2019, Laurie Lacoeuilhe joined GreenFlex as HR Manager. In her previous company, Laurie worked with a traditional HRIS, which she found to be a real source of frustration.

“I moved from a traditional HRIS to Elevo, and I saw the difference. Before, with the HRIS, I faced many difficulties. I still had to create Excel spreadsheets, which took me an incredible amount of time. With Elevo, I just need to update my list of incoming and outgoing employees. Elevo is a flexible, user-friendly, and easy-to-use platform.”
— Laurie Lacoeuilhe, HR Manager, GreenFlex

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HR Challenges

Shortly after joining, Laurie Lacoeuilhe decided to expand the use of the Elevo solution to address a number of challenges related to performance and talent management:

1. How can we facilitate and multiply opportunities for meaningful exchanges between managers and their direct reports?
2. How can we enable managers to better support their team members?
3. How can we improve performance monitoring?
4. How can we harmonize managerial practices?

GreenFlex’s Managerial Practices with Elevo

To embed a culture of feedback and improve managerial practices at GreenFlex, Laurie Lacoeuilhe relied on support from Elevo’s Customer Success team. This tailored guidance enabled her to put in place several initiatives, making Elevo a true tracking and support tool for managers.

1°) Supporting managers

“I attend team meetings to teach managers how to set annual objectives, support their employees, and implement concrete actions. I believe this hands-on approach helps managers understand how they can gather data through Elevo and use it to better track their team members.”
- Laurie Lacoeuilhe, HR Manager, GreenFlex

2°) Implementing an objectives policy

“We launched an objectives policy tailored to each department. Now, each role has clearly defined objectives, so employees know exactly what’s expected of them. This process makes evaluations fairer and helps standardize assessment criteria.”
- Laurie Lacoeuilhe, HR Manager, GreenFlex

3°) Empowering employees

“We also encourage employees to take initiative and be active participants in their career development. For me, it’s essential that employees are just as responsible as managers, which is why we use self-assessment in our annual review campaigns on Elevo. This encourages employees to co-own their review process.”
- Laurie Lacoeuilhe, HR Manager, GreenFlex

4°) Creating spaces for HR–manager dialogue

“At GreenFlex, we’ve set up HR Cafés for managers. During these sessions, I share key information, give them visibility on current and upcoming projects, and talk about Elevo—specifically, how to use it as a development and tracking tool.”
- Laurie Lacoeuilhe, HR Manager, GreenFlex

5°) Fostering managerial courage

“Elevo is a tool that facilitates honest conversations. But some managers still struggle to be transparent. Our role is to help them regain managerial courage. We focus, for example, on individual issues and guide them in giving constructive feedback to their employees, reinforcing a mindset of ongoing support.”
- Laurie Lacoeuilhe, HR Manager, GreenFlex

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GreenFlex Campaigns on Elevo

For GreenFlex’s HR team, improving managerial follow-up also meant multiplying opportunities for dialogue—hence the launch of numerous interview campaigns.

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People Analytics Serving Performance and Talent Management

Thanks to the interview campaigns run on Elevo, the HR team collects key data. At GreenFlex, using these People Analytics has a dual impact: implementing a targeted HR strategy and refining managerial follow-up.

1°) People Analytics to identify major trends

Following “forfait jour” interview campaigns, the HR team extracts and creates reports by department, which are then shared with managers. This allows them to quickly identify overarching trends and launch targeted initiatives to improve the employee experience within their teams.

“Thanks to the data gathered in Elevo, managers can see the main trends in their departments. They really appreciate it. Everything is consolidated into a chart, giving them a clear macro view.”
– Laurie Lacoeuilhe, HR Manager, GreenFlex

2°) People Analytics to improve workload monitoring

Data also allows GreenFlex managers to turn perceptions into measurable facts. For instance, during the “forfait jour” review, employees are asked to rate their workload on a scale from 1 to 5. This rating system enables managers to quickly identify employees at risk and, if needed, implement concrete action plans.

3°) People Analytics to understand employees’ career development needs

The GreenFlex HR team also generates reports following professional reviews to highlight:

• Areas for improvement
• Mobility requests
• Career development projects

Through these analyses, each manager, by department, gains a macro-level view of employees’ expectations and can make the most informed decisions possible when it comes to support and development initiatives.

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Elevo's benefits for GreenFlex

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